Talent acquisition
Pair market intelligence with active hiring so your offers land right the first time.
Explore talent acquisitionTalent Intelligence
Know what the market is paying before you make the offer
Compensation benchmarking and hiring market intelligence built on live placement data from financial services and fintech (BFSI) roles across India. Not broad salary surveys. Not two-year-old data. Current market reality.
Brief us on the rolesWhy generic benchmarking data fails you
The compensation benchmarking tools available to most HR teams are built for large enterprises and cover broad categories. A "technology professional in financial services" could mean a junior developer at a payments startup or a principal architect at a private bank. The ranges are too wide to be useful.
At the same time, the data is typically sourced from self-reported surveys submitted annually. By the time it is published and reaches you, it reflects a market that may have moved significantly.
We solve this differently. Our data comes from active placement activity, covering real offer letters, real negotiations, and real joining packages, across financial services and fintech roles in India. When we benchmark a compensation package, we are comparing it to what firms in your segment are actually offering and candidates are actually accepting, right now.
What a talent intelligence engagement delivers
Role-specific salary bands
Compensation ranges for the exact roles you are filling, broken down by experience band, firm type, and geography. Includes fixed CTC, variable structure, and joining bonus norms.
Sourcing channel analysis
Where candidates for your target roles are actually coming from, which channels produce the strongest pipelines, and where firms in your segment are spending sourcing budget without adequate return.
Candidate availability outlook
An honest assessment of how deep the talent pool is for the roles you are hiring, and what timelines and processes are realistic given current market conditions.
Hiring market context
Broader trends affecting your hiring, including competitor hiring activity, talent movement patterns, and market signals that affect your ability to attract and retain talent.
When this is most useful
Setting compensation bands for a new team
Before opening the role, know what the market is paying so the first offer lands at the right level.
Reviewing whether salary structures are competitive
Audit your current bands against current offer data from your specific financial services segment.
A senior hire fell through at offer stage
Understand whether the offer was below market, the structure was wrong, or the competing offer was the actual reason.
Making a business case for a comp adjustment
Bring leadership current market data to support a structural decision, not a one-off retention exception.
Entering a new talent segment
A first hire from a category your firm has not recruited before benefits from a calibrated comp picture before the search begins.
Preparing for a board or investor conversation
Defend team-building costs and headcount plans with current market data rather than internal estimates.
Common questions
What is talent intelligence, in practical terms?
It is the research layer under a hiring decision: who holds this role across your peer set, what they are paid, where they came from, and how deep the realistic pool is. Clients use it before opening a search, during location decisions, and when a search has stalled and they want to know why.
How is this different from a salary survey?
A survey gives you averages across broad bands, often a year old. Talent intelligence is built for one question at a time, from live mapping of named organisations, so it reflects what the market looks like this quarter, not last year.
Where does the data come from?
Primary mapping of target organisations, our own mandate and offer data across financial services, and structured conversations with people in the market. We tell you the confidence level attached to each number rather than presenting everything as equally solid.
Can we commission talent intelligence without a search mandate?
Yes. It is a standalone service. A number of clients use it purely for workforce planning, location strategy or compensation decisions, with no search attached.
Our thinking on this
Case studies are being prepared as client permissions are secured. Until then, our pillar guide is the published trail of our thinking on this service line.
Pillar guide
Financial Services Technology Compensation Benchmarks 2026
Current compensation bands across financial services technology roles in India, how they have moved over the last 18 months, and how to apply benchmarks to specific hiring decisions.
Read the pillar guide